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Intercultural communication is the process of exchanging, negotiating, and mediating cultural differences between people from different cultural backgrounds, encompassing language, non-verbal gestures, and spatial relationships. Research on intercultural communication involving Japanese individuals has mainly focused on comparisons between Japanese and Westerners, particularly Americans. As Japan plays a significant role in the global business environment, foreign businesspersons working with Japanese companies may encounter communication gaps due to cultural values, assumptions, business customs, and language differences. In Malaysia, where there are several Japanese companies employing many Malaysians, there is a strong interest in learning the Japanese language and culture. Malaysians are impressed with the work culture of Japanese companies and seek to learn from them, which enhances their chances of working in Japanese companies, both in Malaysia and Japan. Effective communication between Japanese employers and Malaysian employees is crucial for learning from people of different cultures. To gain deeper insights into the intercultural communication in Japanese corporations working environment, this study examines the situations and challenges faced by Japanese employers working with Malaysian employees, and vice versa. The participants consist of Japanese employers and Malaysian employees who interact with Japanese employers in their day-to-day jobs. A qualitative study using focus groups was adopted, and the responses were analyzed using thematic analysis, leading to the emergence of three main themes: working culture, communication ability, and cultural differences. This paper discusses the results based on these themes and presents recommendations to improve intercultural communication in the workplace. [ABSTRACT FROM AUTHOR]

We explored the role of art in facilitating intercultural communication through a project in which undergraduate students from the United States and Japan co-created a digital collage of shared living spaces. Through the creation of personal dioramas and a collaborative collage, students shared personal stories and objects that were meaningful to their identity formation. Our research found that incorporating personal memories and cultural objects into art-making was an effective way of evoking a sense of insideness with a place and bridging cultural differences. The collage was a learning space where students negotiated differences and worked together to create a more inclusive place through vicarious insideness. This study highlights the potential for using art to facilitate intercultural communication and engage a sense of insideness in unfamiliar places among individuals from different cultures. [ABSTRACT FROM AUTHOR]

This paper seeks to explore the perception of culture held by conference and diplomatic interpreters in post-WWII Japan. Based on oral history research with five Japanese pioneers, interpreters’ perceptions about culture and cultural barriers in communication are studied and then compared with their role perceptions and their actual practice. Although the pioneering conference interpreters perceived their role as more or less invisible, showing little interest in the discussion of culture and cultural mediation, their narratives in life-story interviews demonstrate that they were essential participants in intercultural communication, bridging cultural barriers. Without being aware of their role as cultural mediators, the five interpreters were actively and autonomously involved in intercultural communication as indispensable co-participants. [ABSTRACT FROM AUTHOR]

In this article we integrate findings from interviews and ethnographic case studies to explore issues of culture and identity in Japanese--Dutch work relations in two different contexts: Japanese firms in the Netherlands and Dutch firms in Japan. It is suggested that cultural identities do not carry a pre-given meaning that people passively enact, as is sometimes assumed, but become infused with meaning in organizational actors' interpretations that are embedded in specific social contexts. The research contribution this article makes is twofold. First, it illustrates how, in different organizational settings, cultural differences are enacted differently in people's identity talk, underlining the context-dependent and constructed nature of culture and cultural distance in intercultural encounters. Second, it highlights the particular relevance of a power-sensitive understanding of claims of cultural difference by revealing small, but significant differences in organizational actors' cultural identity talk that are intimately related to the specific power asymmetries within our research participants' organizations. [ABSTRACT FROM AUTHOR]